I am sorry for your plight but recommend you start a plan of action with a civil litigator experienced in employment disputes.....it seems to me that you are getting set up for the chopping block and they are just trying to create a file to protect themselves when the deed is done. You give no facts about the new manager in terms of your belief as to WHY he hates you so.....what are e emotional dynamics here to bring about such hostility....I don't even know if you are a woman or a man.....I recommend you call Russell Yankwitt in White Plains which is a boutique litigation firm of which I am of counsel....many more facts need to be fleshed out to develop an appropriate short term and long term strategy knowing you are likely going to be terminated.
My answer is not intended to be giving legal advice and this topic can be a complex area where the advice of a licensed attorney in your State should be obtained.
It’s important to determine whether the personal vendetta is based on a protected category under the law- i.e. gender, race, etc, or because you have previously lodged a complaint accusing said individual for violating the law.
Even if the hostility exists for ‘no reason’ which is not protected under the law, an employee should address all negative performance evaluations he receives in the workplace, if he wants to keep his job. Please consult with an experienced employment lawyer about responding to the poor review and obtain an education about how your performance reviews and other items in your personnel file can be used in your favor or against you, throughout your professional career.
This is a time-sensitive issue; it’s crucial that you consult with an experienced employment lawyer, ASAP.
-Denise K. Bonnaig
As previous counsel has stated, there are protected classes under the law and you need to determine from the facts whether you fit into one of the categories : age, race, sex, national origin, disability and if you complained of one of them previously, ect. . i.e. are you being treated differently under the law from similarly situated employees.
You should discuss your situation with competent counsel immediately.